Small businesses need HELP! Unfortunately, it is estimated that 7 out of 10 new businesses will likely survive for only two years and half will likely survive for only five years...staggering statistics!
Small business and SME consulting does not have to be complex, ambiguous, or overwhelming. You just have to know how to do it the simple way - the SEMP way.
Methodology
At Concinnity, we believe learning is a process, not an event, and the most powerful learning experiences happen in real life rather than in a classroom. Consequently, the HIMM takes a paced modular programme approach over an extended time, and leverages the educational power of multiple learning tools to help embed learning and enhance application in the workplace.
The Fourth Dimension-Time
To make fundamental changes in behaviours takes at least three months. Changing habits takes time: People need time to change (in order of difficulty) attitudes, behaviours, skills and knowledge. The HIMM works because it allows sufficient time for participants to practice, learn from each other and change their habits and behaviours.
To achieve this, the programme delivers a series of short modules with gaps in between for hands-on participant centred learning that is rooted in practical, real-work experiences as a resource to reinforce what has been learnt.
Training does not stop between the gaps. The time is used to test and practise concepts and theories. Participants engage in inter-workshop activities, self-directed study, Action Learning Sets in the context of themselves and the company where they work. The participants and their company become the case studies, making programme becomes more immediate and practical.
The HIMM Learning Principles
The HIMM Learning Principles are based on belief that learning should be learner driven, where the participants themselves are in charge of the learning process. Based on the action-oriented learning approach, the HIMM emphases self-awareness and human dynamics, relevance to real-life issues, experience-based learning and post-programme support. Participants are challenged to understand the way they conceptualise, learn effective behaviours, and unlearn ineffective behaviours, thereby enhancing their capacity to make long-term, positive behavioural changes. The design of the HIMM sets the learning platform to guide the participants in effectively achieving their learning objectives.
Reality
The design of learning processes addresses real needs and current challenges of both the participants and their organisation. This holistic approach enhances learning and the motivation to apply the learning on the job.
Reflection
Through a process of guided reflection, participants put actions, experiences and reactions into perspective, to gain an understanding the underlying premise and complexity of their leadership and management challenges.
Challenges
The programme challenges participants basic assumption and stretch their boundaries of thinking to achieve a higher standard of learning and behavioural changed
Dialogue
The participants and the facilitator collaborate as equal partners contributing to the learning process based on mutual respect.
Action
We apply the 70/20/10 learning principle: 70% of learning and development takes place in real-life and on-the-job experience, 20% is from on-going feedback, coaching, peer learning, and from working with role models, and 10% is about acquiring new theory and occurs in structured classroom based training. The development process require that participants take action prior to, during and after workshop interventions.
Variation
The learning format incorporates a varied and dynamic blend of instructional methods designed to challenge participants thinking and deepen their understanding of leading in the middle and to meet different learning styles and needs. The three phased learning approach, the preparation phase, the intervention phase and the follow-up phase, fully engages the participants for the highest impact.
Deployment Process
The programme curriculum covers the six underlying leadership Mind-Sets that drive new behaviours and attitudes. This leadership development starts with a foundation of self-awareness and core competencies that enable participants to lead self, a key prerequisite to leading others. With successive layers based on competencies related to developing others, collaborating and partnering, the programme concludes with competencies that facilitate engaging to deliver results.
Each module will focus on a particular management challenge and offer opportunities to practice key skills. Participants will be encouraged to explore real work issues, to plan how to put ideas and concepts from the programme into practice in their day-to-day management roles and to review this as part of the programme.
The Delivery Framework: 3 Months of Training in 7 Days
The HIMM features modular workshops spread over a 3 months period, and comprises of a 7 half-day workshop delivery sessions, supported by a Pre-Programme engagement a month prior to the start of the facilitated workshops, and ends with a Post-Programme Application period for follow-up and support of participants.
Training does not stop between the gaps, but used to test and practise concepts and theories. The gap offers participants time for reflection between modules, put workshop learning into practice and refine individual development goals, resulting in personal and workplace relevance. The participants and their company become the case studies, making programme becomes more immediate and practical.
Blended Learning
The HIMM employs a variety of accelerated learning techniques to embed learning and enhance recall in the workplace. Methods include Structured In-Class Training, Action Planning, Coaching, Experiential Learning Activities and Exercises, Participant Evaluation and Reporting, Group Exercises and Business Related Discussions, Business/Job-Related Case Work Projects, Presentations Action Planning 8 Casework, Cohort Change Project, projects, and other practical actives based around real working scenarios. Plenty of opportunities exist for self-assessment, as well as feedback on individual and group performance
All theories discussed during the workshop sessions are grounded immediately grounded in practical on-the-job experience, and reinforced by inter-workshop activities. Methodologies used to embed learning include face-to-face face lifted workshop, one-on-one coaching, self-assessment, self-directed learning, action learning sets, role plays and case studies, practical activities related to real work scenarios followed by review and feedback, as well as facilitated social and peer learning using social networking chats. Participants are able to work on their own individual challenges during the programme.
The integrated programme learning model includes:
A supportive and trusting learning environment that foster learning and practice skills and receive honest feedback
A cohort based approach with fellow participants with a variety of functions roles from a wide industries and functional roles to share experiences and explore the programme content
Action learning sets where participants learn and apply this approach on a chosen difficult challenge.
Embed learning through infer-workshop activities that includes practical exercises, tools and techniques related to the six modules of the programme
360-degree diagnostic which will enable you to understand your approach to leading and managing in your organisation and assesses the manner in which leadership behaviours are displayed the how of leadership.
Cultivates the mind-set needed to face adaptive challenges requiring systemic solutions,
Fosters the use and understanding of the emotional and social intelligence competencies,
Requires participants to complete extensive reading, self-directed learning and action learning sets, and apply what is learnt to address the real problems presented in the classroom.
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How can we help you?
Contact us at Concinnity or submit a business inquiry online.
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